In today's labor market, it is crucial that organizations take a holistic
approach to defining their workforce management process, or Talent Supply Chain.
The Talent Supply Chain is composed of three main phases: Attraction, Engagement and Retention. These phases break down further into six total stages: Brand Establishment, Candidate Attraction, Application Management, Onboarding, Retention and Succession Management. While each stage can develop independently of the others, the optimized Talent Supply Chain builds from the brand through to succession.
CareerBuilder offers solutions that help build each step of your process, from Brand Establishment to Succession Management and Outplacement. To begin to understand the full spectrum of solutions available to your company, click on the different slices of the Talent Supply Chain image to see the solutions associated with each category. Not only will you see the traditional services offered by CareerBuilder, but also offerings from Personified, CareerBuilder Media, CareerBuilder Institute and CB Transitions.
Click on the different slices of the Talent Supply Chain image to see the products associated with each category.
Brand Establishment
Nearly half (49 percent) of employees state that an employer's reputation or employment brand had a significant influence on their decision to work for their organization.
Not only does building a strong employment brand aid in attracting qualified candidates, but it is crucial to the overall recruitment process. Talent recruitment is no different from customer recruitment. Every great media strategy, whether consumer- or talent-driven, begins with creating a message and defining the audience to whom you will deliver that message.
CareerBuilder can assist you in developing the creative and strategy behind the creative, while targeting your message to the specific candidates you seek.
BrandBuilder is the first and most important tool you can utilize to begin to build a better brand online. BrandBuilder enables you to create a series of Web pages within CareerBuilder, providing job seekers with a comprehensive view of your organization and culture in an easy-to-view format.
Adding your company logo to your Job Posting is an easy and effective way to boost your brand to candidates. Job Logo helps job seekers recognize your brand simply by glancing at your Job Posting. Job Logo is perfect for smaller companies, as well as large franchise locations launching a branding campaign.
Featured Employer delivers maximum exposure to job seekers and further establishes your company's brand name.
CareerBuilder's Standard Featured Employer places your company's name just one click away from the home page. This brings an average of 20 to 25 percent more applicants to your open positions. Standard Featured Employer also links to your BrandBuilder page.
The Vertical Featured Employer is a targeted branding opportunity that enables you to place your company's logo on vertical-specific pages of CareerBuilder. Gain a specific target audience to which to brand your company, and further your capability to attract quality industry-specific candidates. Your company is featured on vertical-specific pages and links to your BrandBuilder page, bringing you an average of 10 to 15 percent more applicants.
In addition to Featured Employer benefits, Featured Employer Plus gives you the broadest exposure available. Featured Employer Plus places your company logo on CareerBuilder's home page, bringing you an average of 40 to 45 percent more applicants. Featured Employer Plus also links to your BrandBuilder page.
Creating a diverse work force is increasingly important, and it is vital that you attract the best diverse candidates to your open positions now. Diversity Featured Employer places your logo on the "Diversity Channel," just one click away from CareerBuilder's home page, and includes a link to your company's BrandBuilder page. Gain an average of 40,000 page views per month!
With Job Branding, gain an average of 14 percent more applicants and separate your Job Posting from your competition by designing a posting that reflects your brand's unique image. Job Postings are typically the first thing a candidate sees when searching for a job, and a branded Job Posting is your first shot to make a favorable impression with candidates.
Recruiting and Staffing Spotlight places your company's name and logo on the My CareerBuilder home page, the point of entry for all registered CareerBuilder customers. Recruiting and Staffing Spotlight delivers maximum exposure to employers of all sizes and in all industries and further establishes your brand name. Candidates simply click on your logo from the My CareerBuilder page to be taken directly to your Web site, where they can learn more about your company.
The newest way to attract top talent, Video Branding packages offer two unique offerings to provide candidates with a visual and audio overview of your culture and your day to- day company operations. Build a stronger brand by speaking directly to job seekers in a medium with which they are very comfortable with, and tell them exactly what makes your company a desirable place to work by emphasizing your key attributes, diverse benefits and distinct company culture.
Recruitment Advertising is an innovative way for your organization to drive more candidates to your open positions. By advertising online in conjunction with your current job postings, you capture more educated and qualified job seekers before they apply to your competitors jobs.
Target your perfect candidate through Stand-Alone E-mails. Send a targeted e-mail to your ideal candidates based on job category, region, or both, or target a specific keyword and place your positions in your ideal candidates' inbox.
Display Ads are targeted ads that run on CareerBuilder's site for 30 consecutive days and link directly to the open positions listed on your BrandBuilder page — or to any other location of your choice. Command job seekers' attention while increasing your brand exposure.
CareerBuilder has teamed up with Facebook, one of the most trafficked Web sites in the world, to provide branded recruitment advertising and marketing services, giving you the power to build quality relationships with candidates and customers alike. CareerBuilder and Facebook work closely with you to help build a meaningful presence on Facebook, and meet and exceed your recruitment strategy objectives. The CareerBuilder partnership helps recruitment advertisers leverage Facebook and allows employers to engage in a dialogue with potential candidates on their own "turf". Take advantage of this unique opportunity to build your presence on one of the most prominent social media sites.
Reach highly targeted job seekers with our Vertical Magazines. Our glossy, premium quality publications contain relevant career-related editorial content and are direct mailed to recently registered job seekers.
Increase your employment brand awareness and target fresh and active candidates from CareerBuilder's Resume Database with CareerBuilder Vertical Magazines. These magazines feature relevant industry content and employer advertisements, and each issue is directly mailed to 50,000 industry-specific job seekers who have opted in to receiving career information. Verticals include Career Training, CBcampus, Diversity, Education, Engineering, Finance & Accounting, Healthcare, Hospitality, IT, Law Enforcement, Retail, Sales and Transportation.
CareerBuilder creates, produces and distributes co-branded, customized employment publications on your behalf, the content of which is largely controlled by you. CareerBuilder will assist with design as needed. You can target your ideal candidates by job category, keywords, and/or geography.
CareerBuilder's creative design team utilizes our best practices to enhance your recruitment brand. Top designers and artists at CareerBuilder work to customize your Job Branding design, spice up your BrandBuilder page, or create custom HTML e-mails or banners for you.
Develops your company's full employment brand, including the unique employment value proposition, brand opportunity, message map, key messages and supporting points as well as sample creative. These are all developed after doing extensive research on your competition for talent and the perceptions, values, and behaviors of your target talent.
Personified researches your company's talent competitors, employees, and target talent and uses that data to craft a custom employment brand message map and a company section for your job postings. The message map provides all personnel involved in the hiring process and employee relations with a consistent and relevant message about why the company is an employer of choice, and it provides an outline for what central themes should be in all recruitment communications
Social Media Brand Management enables you to leverage the power of social networking on sites such as LinkedIn, Facebook and Twitter, to build your employment brand with target talent and interact with desirable candidates. We take on the time-consuming and resource intensive tasks associated with social media branding to help you develop your "brand voice."
Develops sample creative for your employment brand. This offering is customized to meet each client's specific needs, but creative samples can include banner advertisements, radio spots, billboards, magazine ads and more.
Develops a custom media plan to fit your budget while most effectively targeting your ideal talent.
Personified will buy and place all your employment brand advertisements.
Personified will design and host your career site, allowing you fast response time, combined with a quality applicant experience and the best search engine in the industry.
Candidate Attraction
The candidate attraction stage is where organizations disseminate their employment message to their target audience and engage them to take interest in an opportunity. In today's competitive job seeker market, organizations must understand where their audiences are and target them more effectively than their competition.
When devising your Candidate Attraction media plan, it is crucial that you understand your current reach and that you define how much reach, or Share of Voice, you need to accomplish your goals of attracting the right candidates.
The more exposure candidates have to your brand and targeted message, the more likely they are to recall your opportunity, moving from the Awareness stage to the Interest Stage. Once in the Interest stage, it simply takes an experience at work or talk at home to move them to the Motivation stage. After further exposure to your message again, Demand should set in and motivate them to take Action. This "action" or expression of interest is applying to your opportunity.
CareerBuilder's 30-day Job Postings give you vast exposure to the most candidates in the industry. Gain instant access to more than 24 million candidates, unlimited editing capabilities, extra training resources, and exposure on 1,700+ partner sites.
Priority Postings provide maximum exposure for your openings within 30 miles of a specific Designated Market Area
(generally a metropolitan city).
State Postings give your Job Posting exposure throughout an entire state of your choosing. State Postings are less expensive than posting in every city for each individual state — and they save you the time of manually posting in multiple areas. CareerBuilder is the only major job board to offer State Postings.
If you are hiring in several targeted locations, Regional Postings are your best option, as Regional Postings allow you to post one job and hit multiple areas at once. Select one of five regions within which to advertise your job posting: Midwest, Southeast, Northeast, Southwest, or Northwest. Your Job Posting appears in job seekers' search results if they search anywhere within your chosen geographic region your job posting appear.
National Postings give your Job Posting coverage across the entire country. This posting option is perfect if you recruit nationwide, and it contributes to a national branding campaign. The United States is made up of more than 10,000 incorporated towns, and a National Posting reaches them all.
Business Opportunity and Franchise Postings are designed for companies that provide work from home, franchise, and mystery shopping opportunities. Your open positions appear in a Designated Market Area of your choosing and cover a 30-mile radius.
When you choose Cross Posting, all of your Job Postings are automatically cross-posted on up to 250 targeted, niche sites without any additional work on your part. Your Job Postings are advertised on general job boards as well as niche geographical, career-based, and industry-related sites.
Focusing on diversity? Post your jobs on more than 90 diversity job boards on which diverse candidates spend their time — and help meet your EEOC requirements in the process.
When you add Extend-A-Post to your Job Posting, your Job Posting will be live and in front of candidates for an additional 60 days for only a small additional fee.
Smart Job evaluates your Job Posting and, using intelligent matching of criteria such as title, category/industry, and relevant keywords, finds resumes in the CareerBuilder Resume Database that best match your position's requirements. Smart Job examines over 31 million resumes and finds up to 50 best matches for your postings. Using Smart Job, you spend more time working and less time hunting through hundreds of resumes.
CareerBuilder's Resume Database is the most reliable and robust in the business, with 15,000 fresh resumes posted each day and over 31 million current stored resumes. The Resume Database enables you to search countless archived resumes — ideal for finding the currently employed passive candidate who may be a great fit for a position at your business.
Category Search Optimization affords you the opportunity to leverage our Jobs.net's domain-, page-, and Web-level SEO strengths, automatically moving your company and open positions to the highest echelon of search engine rankings and giving you a distinct advantage over your competition.
Top employers come together at the CareerBuilder Career Fairs to recruit, screen and hire qualified candidates... and you can be one of them. Participating employers range from Fortune 500 companies to the nation's fastest growing local businesses.
CareerBuilder Local Career Fairs enable you to leverage CareerBuilder's immense reach and increase your exposure to active job seekers. Engage in quality face-to-face contact with potential employees — and further brand your company. Local Career Fairs attract anywhere between 1,000 to 5,000 job seekers and are growing all the time.
Let CareerBuilder promote and produce your next local hiring event or open house. Our marketing product mix, combined with our reach in the marketplace enables you to invite and attract the most relevant candidates to your hiring event. CareerBuilder handles all creative, marketing, promotion and operations — meaning no extra work for you.
CareerBuilder Virtual Career Fairs are engaging, interactive experiences connecting you with qualified candidates right from the comfort and convenience of your office. And, because CareerBuilder is the largest online job site in the country, we promote our Virtual Career Fair events to hundreds of thousands of engaged job seekers. No hauling expensive booth materials. No time away from the office. No hassles.
Recruitment Advertising is an innovative way for your organization to drive more candidates to your open positions. By advertising online in conjunction with your current job postings, you capture more educated and qualified job seekers before they apply to your competitors jobs.
Target your perfect candidate through Stand-Alone E-mails. Send a targeted e-mail to your ideal candidates based on job category, region, or both, or target a specific keyword and place your positions in your ideal candidates' inbox.
Display Ads are targeted ads that run on CareerBuilder's site for 30 consecutive days and link directly to the open positions listed on your BrandBuilder page — or to any other location of your choice. Command job seekers' attention while increasing your brand exposure.
This is 360-degree perceptual view of your brand. It looks at your brand from three different perspectives: employees, target talent, and leadership. It tests the assumptions upon which your brand was built and whether your brand has shifted the perceptions of your employees and target talent. It details the brand's strengths and weaknesses, opportunities for improvement, and areas that need protecting.
Name Generation provides your company with a list of potential candidates' names and contact information based on position title and targeted competitor companies. It allows you to recruit passive talent more effectively.
These workshops teach anyone involved in the recruiting and hiring process best practices. Personified can customize a training program based on your needs, or you can focus on any of the following modules: Fundamentals Course , Managing the Candidate, Managing the Hiring Manager , Time & Workload Management, Individual Recruitment Plan Interviewing Skills, Building & Engaging Candidate Relationships, Diversity Recruiting, Closing the Deal, Generational Recruiting & Retention, and Social Sourcing Strategy.
Personified utilizes both competitor and market data to rewrite your Job Posting to accurately reflect the duties of the job and to message to your desired candidate pool, optimizing your job advertisement for online search engines. Get a detailed evaluation of your current Job Posting against five talent competitors' postings to assess for strength and value proposition to candidates.
Increase your Job Posting performance by up to 20 percent! Personified writes a job description for you outlining the responsibilities and skills needed in your available role. Develop key employment value propositions, obtain the best ROI on your current Internet spend, and get advice on improving your company's current internet ROI including site, search engine, and key job board investments. The Job Analysis helps you attract quality employees and retain them by defining the right role and skills, setting the right expectations, and marketing the opportunity to the most relevant candidates.
We analyze your current recruitment process to identify challenges and solutions, and propose a more effective recruitment process. By studying your recruitment process from the perspective of your candidates, recruiters and hiring managers, we deliver process innovations aligned with your business strategy and drive a higher return on investment for recruitment dollars spent.
Targeted Acquisition builds the right sourcing strategy, including job messaging and a media plan, around a specific position. Personified researches the behaviors of your ideal talent to uncover when, how and where they search for jobs, their ideal company and role, and how they perceive you as an employer of choice.
Targeted Acquisition builds an effective sourcing and recruitment strategy with the goal of recruiting a certain type of diverse candidate, whether in age, race or gender. Personified gains an understanding of when, how and where these diverse candidates search and helps you deliver a message that promotes you as an employer of choice for diverse candidates.
Personified provides you with a detailed report that analyzes survey results segmented by demographics on targeted talent values in a role and company. This report also compares how well you attract different demographic pools versus your industry and your competitors for talent.
Personified provides you with a detailed report that analyzes your competition for talent and measures the effectiveness of your recruitment advertising spend, while also providing you with the perceptions, values, and behaviors of your target talent. We can complete the analyses either for your entire company (high-level view) or for a specific position or location.
Talent Track is a comprehensive report highlighting your top 100 talent competitors, with a focus on the top 10. This report shows you the "predecessor and successor" companies for your employees so you can better understand their company career paths. This data helps you refine your recruitment and retention strategies, making every dollar you spend more effective.
Find out where to find the talent you need and where the least competition for this talent exists in your occupation of choice and in up to five select markets. Receive a report with data on the following topics: Labor Pressure (ratio between the supply and demand for talent in a particular area), Labor Supply, Labor Demand, Target Talent Demographics, and Top Employers Hiring by Market.
This solution enables employers to target ideal candidates by occupation, geography or industry and ask them up to 10 recruitment-related questions, approved by Personified. Employers will have real results with a guarantee of 300 responses. Employers will have real results with a guaranteed number of responses.
Brand Validation is a comprehensive employment brand awareness and perception survey. The report enables a company to determine target talent knows its brand, how they relate to the brand, and how the brand is differentiated from its talent competitors.
Application Management
This stage of the process is arguably the most important step. If an organization's process for managing through applicant flow is broken, the best candidates could slip through the cracks, or — even worse — it could damage a company's employment brand if too many people have bad experiences. Organizations must have a good process in place before they open the flood gates of applicants.
The application management stage includes candidate engagement, screening, application collection, integration with applicant tracking systems, interviewing and measurement/tracking. CareerBuilder and Personified, a CareerBuilder company, can aid in all steps of this process utilizing tools within the CareerBuilder solution or whole or partial outsourcing.
This product captures and stores data needed to make it easier for contractors to comply with the Office of Federal Contract Compliance Programs regulations.
Captures all resume information including, search date, search criteria, job the resume search was conducted for and person executing the search.
Stores all resumes received for selected Job Postings (excluding any external applies) with the exact content as was received that day.
Reach candidates who don't have Internet access and simplify your application process with Interactive Voice Response (IVR). With IVR, you have a dedicated toll-free number that enables you to attract offline or non-English-speaking candidates and encourage them to apply to your open positions via phone.
With Career Site Hosting, CareerBuilder does all of the work creating, hosting and maintaining your sophisticated and user-friendly career center — on your company's very own Web site. In addition to your custom career site, your jobs will also appear on CareerBuilder.com and all of our partner sites.
With Job Delivery, CareerBuilder automatically posts your open positions to multiple job boards in seconds — for even more exposure to your open positions. Choose from hundreds of industry and niche sites, view all your job postings from a simple, one-page interface, and control how long a posting is live on each board.
The .jobs domain creates an additional avenue for job seekers to connect with employers. Companies can acquire their own .jobs domain — and even cater it to their specific industry — providing job seekers with an even easier way to find their job postings.
Smart Fax enables companies that do not have regular access to their CareerBuilder.com account, to have the resumes sent to them by fax. Now you can simply review applications via fax that were received online at CareerBuilder.com.
Save time screening candidates and focus on your critical business activities. By outsourcing your screening process to our recruiting experts, you can make more informed hiring decisions, spend less time with unqualified candidates, and focus on candidates with higher potential for success. Speed up the candidate screening and qualification process and get the talent you need to drive business success.
Reduce costs associated with lost production and time-to-hire by outsourcing your recruitment process to Personified's experienced professionals. We take the time to source, screen and interview quality candidates for you, all while working to meet your business goals.
Predictive Candidate Selection increases selection accuracy and retention of highly effective employees by analyzing statistically accurate, compliant competency profiles on which employee selection is made. Predictive Candidate Selection can improve selection accuracy by 25 -30 percent, and reduce employee turnover by up to 35 percent.
When searching for a Talent Management System or Applicant Tracking System, our needs analysis helps you prioritize your talent management and recruitment needs; discover process inefficiencies; identify talent challenges; pinpoint needed communication, integration and reporting functionalities; and develop a technology rollout plan that aligns with your overall recruitment goals.
Recruitment Technology Optimization helps you identify the most efficient use of your current Talent Management or Applicant Tracking System. We will identify inefficiencies that affect your financial investments in your people, technology and internal process — and help you make more strategic investments that align with your corporate recruitment strategy.
These workshops teach anyone involved in the recruiting and hiring process best practices. Personified can customize a training program based on your needs, or you can focus on any of the following modules: Fundamentals Course , Managing the Candidate, Managing the Hiring Manager , Time & Workload Management, Individual Recruitment Plan Interviewing Skills, Building & Engaging Candidate Relationships, Diversity Recruiting, Closing the Deal, Generational Recruiting & Retention, and Social Sourcing Strategy.
We analyze your current recruitment process to identify challenges and solutions, and propose a more effective recruitment process. By studying your recruitment process from the perspective of your candidates, recruiters and hiring managers, we deliver process innovations aligned with your business strategy and drive a higher return on investment for recruitment dollars spent.
This solution enables employers to target ideal candidates by occupation, geography or industry and ask them up to 10 recruitment-related questions, approved by Personified. Employers will have real results with a guarantee of 300 responses. Employers will have real results with a guaranteed number of responses.
Applicant Experience provides a way for you to measure your application experience and post-application interactions using real-time candidate perceptions. Monthly reports of applicant behavior and attitude provide insights to help you decrease applicant drop-off, improve recruiter-to-applicant interactions and strengthen your employment brand.
Onboarding
With the majority of companies' turnover happening in the first 90 days, onboarding has become a focus for today's human resources and training departments. At this stage, a candidate becomes a new employee, and the organization must make a concerted effort to keep that employee engaged throughout this process.
The onboarding process is just as critical as the hiring process. The onboarding process should provide new hires with the knowledge, tools, and contacts they need to succeed in their new roles. It is also about assimilating a new person into your existing workforce so he or she can become a productive and happy member of your team. Overall, this integration means making them feel comfortable, safe and welcome in their new environment.
An effective onboarding program greatly reduces new hire turnover and, consequently, recruitment costs. Plus, it tends to increase the average tenure of your employee base. It also helps your employment branding message because it moves your employees to become your strongest advocates.
This one-of-a-kind Web site focuses on both individual and business development and improvement. CBI employs engaging, interactive courses designed to help employees build their skills, obtain certifications, and drive their personal success.
Reduce costs associated with lost production and time-to-hire by outsourcing your recruitment process to Personified's experienced professionals. We take the time to source, screen and interview quality candidates for you, all while working to meet your business goals.
Recruitment Technology Optimization helps you identify the most efficient use of your current Talent Management or Applicant Tracking System. We will identify inefficiencies that affect your financial investments in your people, technology and internal process — and help you make more strategic investments that align with your corporate recruitment strategy.
These workshops teach anyone involved in the recruiting and hiring process best practices. Personified can customize a training program based on your needs, or you can focus on any of the following modules: Fundamentals Course , Managing the Candidate, Managing the Hiring Manager , Time & Workload Management, Individual Recruitment Plan Interviewing Skills, Building & Engaging Candidate Relationships, Diversity Recruiting, Closing the Deal, Generational Recruiting & Retention, and Social Sourcing Strategy.
We analyze your current recruitment process to identify challenges and solutions, and propose a more effective recruitment process. By studying your recruitment process from the perspective of your candidates, recruiters and hiring managers, we deliver process innovations aligned with your business strategy and drive a higher return on investment for recruitment dollars spent.
This solution enables employers to target ideal candidates by occupation, geography or industry and ask them up to 10 recruitment-related questions, approved by Personified. Employers will have real results with a guarantee of 300 responses. Employers will have real results with a guaranteed number of responses.
Retention
Long-term employee retention is a product of the culture of the organization and how much the organization lives up to its employment brand. If turnover becomes an issue or increases drastically, a company may need to take a step back and assess the culture with the help of a non-biased third party. It is important that the outcome of this assessment aligns with how the company outwardly communicates its brand or culture during the recruitment phase.
If the internal culture matches with the external employment brand, and turnover is still a problem, the organization may need to consider training and development for opportunities to improve. Employees need to grow and enhance their knowledge and skills while at a company. It not only benefits the employee, but the company as well, because it stimulates innovation, idea generation, and new ways of thinking.
Other ways to improve retention include recognition programs, job rotations, and career path delineation. To truly understand your company's unique needs, however, outside consultants can help you determine why employees leave by administering exit interviews, or what they need or want from you as an employer with company surveys. This information enables you to develop a tailored retention program to best meet the needs of your workforce. Another option is to look at your talent to determine if your profile of the ideal candidate is correct.
Personified provides you with a detailed report that analyzes survey results segmented by demographics on targeted talent values in a role and company. This report also compares how well you attract different demographic pools versus your industry and your competitors for talent.
This solution enables employers to target ideal candidates by occupation, geography or industry and ask them up to 10 recruitment-related questions, approved by Personified. Employers will have real results with a guarantee of 300 responses. Employers will have real results with a guaranteed number of responses.
Succession Management and Outplacement
Ensuring leadership continuity and building talent from within is mandatory for organizations to maintain or gain their competitive edge. One of the best practices in succession planning is to simply have a plan. Some are manual and others may require an investment in database tools. Whichever stage your organization is in, make sure you have a clearly defined track for developing leaders from within.
Some organizations focus on succession planning for leadership and management only, while others focus on the entire organization, developing career paths and grooming people for new positions. Succession planning is part of managing your pipeline of candidates. Your current employees should be your top-line candidates for most open positions if you are grooming them and actively maintaining information on the knowledge and skills of your internal people.
Organizations should develop a strategy for tracking internal candidates' talent, monitoring openings for which they may be a fit, and making sure they are on track for vertical and horizontal moves. This strategy should lead to the development of a better candidate management system and a robust internal referral program.
If your organization finds itself in the unfortunate situation where layoffs are unavoidable, offering outplacement benefits is not merely good will; it is also good business practice. Helping employees get back on their feet sends a strong positive message to the remaining workforce and the marketplace that the company cares about the welfare of its staff, simultaneously improving staff morale and bolstering the company's employment brand.
CareerBuilder's outplacement service help ease the stress of layoffs for both management and the affected employees. Help your departing employees find their next jobs quickly while saving on unemployment costs associated with downsizing.
This solution enables employers to target ideal candidates by occupation, geography or industry and ask them up to 10 recruitment-related questions, approved by Personified. Employers will have real results with a guarantee of 300 responses. Employers will have real results with a guaranteed number of responses.